ALPINE PAINTING & SANDBLASTING CONTRACTORS
Drug and Alcohol Testing
The use of illegal drugs, the abuse of prescription drugs and the abuse of alcohol by its employees are of utmost concern to Alpine Painting & Sandblasting Contractors. (The "Company"). Employees who use illegal drugs, abuse alcohol or abuse prescription drugs are more likely to suffer industrial accidents, work at a less efficient rate, miss more time from work, and create an undue risk of harm to themselves, their co-workers, and the general public. For these reasons, the company has implemented an extensive drug, alcohol and firearms policy.
The manufacture, use, sale or possession of narcotics, drugs or controlled substances or the consumption or being under the influence of alcoholic beverages or drugs while on the job or on company property other than the possession of drugs prescribed by a physician, are prohibited activities under the policy. The use of marijuana, which is a Schedule I controlled substance under federal law, is expressly prohibited under this policy even if its medical use is authorized under state law.
The company will test all applicants considered for employment for illegal drugs, alcohol, and controlled substance use prior to the extension of any offer of employment. All applicants are required to consent to drug and alcohol testing. applicants must submit their application processing fee prior to testing. At the company’s discretion, applicants will be requested to immediately submit a specimen for on site testing or will be required to report to a collection facility within 24 hours of the company’s request. Applicants who pass the test (i.e., test negative for all pertinent substances) will be reimbursed for the application processing fee.
All applicants who test positive for the use of illegal drugs, alcohol, or controlled substances other than drugs legally prescribed by a physician will not be considered for employment with the company and the application processing fee will not be refunded. An applicant who tests positive may reapply to the company upon presenting proof of satisfactory completion of an assessment/rehabilitation program approved by the company, and by signing a last chance agreement. If the applicant tests positive on a second pre-employment test, he/she will be ineligible for employment and will be denied an opportunity to reapply.
Results of an initial pre-employment urine screen ruled dilute by the testing laboratory, or by on site technology used, by reason of low specific gravity or creatinine will be ruled inconclusive. A negative test result is required prior to employment. The applicant is entitled to submit to a second screen at his or her own expense within 24 hours or immediately where on site collection is requested by the company. If the applicant refuses, or if the second screen is confirmed dilute, the applicant will be denied employment with the company and the application processing fee will not be refunded.
An applicant who fails to fully cooperate with collection site personnel, engages in any conduct which creates reason to believe a urine specimen has been altered, adulterated or substituted, fails to report to the collection site within the prescribed time, or produces a specimen that is out of normal temperature range, will not be considered for employment with the company and the application processing fee will not be refunded.
If the specimen is deemed inadequate for not meeting the minimum quantity requirements, the original insufficient specimen shall be discarded and the applicant will be allowed up to 2 hours to attempt to provide a satisfactory specimen. If the applicant leaves the collection site or is still unable to provide an adequate specimen, the applicant will be denied employment with the company and the application processing fee will not be refunded.
Collection of urine, blood, hair, saliva and/or breath specimens for testing shall be conducted at a designated collection site. All test specimens shall be properly identified and handled with appropriate chain of custody procedures. An explanation of the chain of custody procedures utilized by the collection/testing facility will be made available to any applicant upon request.
In order to ensure fairness, the laboratory shall retain a sufficient portion of the urine specimen to be made available for conducting independent testing by a certified independent laboratory of the applicant’s own choosing, the cost of which shall be borne by the employee/applicant. A request for such independent testing must be made in writing within two working days of being advised of the initial positive test results. If the re-test results prove negative a second collection and test will be allowed. If the results of the second test of the initial specimen or the test of the second specimen prove positive, the applicant will not be considered for employment.
The result of all drug and alcohol tests shall remain confidential and shall not be disseminated to fellow employees or any other third parties, other than the appropriate company representative(s) and as permitted by applicable law without applicant's approval. In the event testing results become relevant in any legal proceedings involving the tested applicant, the foregoing confidentiality limitations shall not apply to test results disclosed during such proceedings.
Copies of all documents received by the company including but not limited to test results, computer printouts, graphs, charts, interpretations, and chain-of-custody forms shall be made available upon request to the applicant who is tested. such requests must be received in writing.
Alpine Painting & Sandblasting Contractors will conduct drug and/or alcohol screening of all employees under the following conditions: for cause, random, as part of a return to work agreement or last chance agreement, and as required by client contract, state or federal regulations. a refusal to submit to testing will result in immediate termination.